PLATINUM2023

Project Self-Sufficiency of Loveland-Fort Collins

Bring the power of education to single parents

aka Project Self-Sufficiency   |   Loveland, CO   |  www.bringthepower.org

Mission

To assist low-income, single parents in their efforts to achieve economic independence and become free from community and government assistance while building and maintaining strong, healthy families.

At Project Self-Sufficiency, we believe that single-parents should have the opportunity to create a vibrant future for themselves and their children. Every day, we partner with moms and dads living in poverty to accomplish their goals of obtain a degree and a well-paying job, because when families are able to support themselves, our community is stronger.

Ruling year info

1992

Chief Executive Officer

Mrs. Tracy Mead

Main address

375 W 37th St Suite 150

Loveland, CO 80538 USA

Show more contact info

EIN

84-1206341

NTEE code info

Single Parent Agencies/Services (P42)

Employment Procurement Assistance and Job Training (J20)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Single-Parent Family Programs

The primary goal of Project Self-Sufficiency is to enhance the potential for families to become self-sufficient through the provision of state of the art career planning; comprehensive services and supports that remove barriers and promote the completion of education and training goals; and model career placement processes that assist single parents in securing living wage employment.

Population(s) Served
Single parents
Economically disadvantaged people

Where we work

Affiliations & memberships

Better Business Bureau 2016

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of program participants who receive a secondary school diploma or GED

This metric is no longer tracked.
Totals By Year
Population(s) Served

Single parents

Related Program

Single-Parent Family Programs

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Context Notes

These are certificates, associates, and bachelors degrees or GEDs

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

The primary goal of Project Self-Sufficiency is to enhance the potential for families to become self-sufficient through the provision of state of the art career planning; comprehensive services and supports that remove barriers and promote the completion of education and training goals; and model career placement processes that assist single parents in securing living wage employment.

Objectives necessary to complete these goals include the following:
• The development of a one-on-one, long term relationship with a highly skilled Advisor
• Completion of a comprehensive career planning curriculum within the first twelve months
• Development of a Self-Sufficiency Action Plan that outlines annual objectives
• Outline academic plan for post-secondary educational achievement, earning certifications and degrees
• Support for a family's basic needs through the Healthy Families Program, including transportation, housing, child care, scholarships, tutoring, and gas/grocery cards
• Guidance through an intensive career placement curriculum to maximize employment options
• Opportunities to enhance life skills through individual advisement, workshops, and counseling
• Community outreach and education regarding the needs of single parents

Project Self-Sufficiency employs highly trained Program Advisor staff, with experience in social work, counseling, career exploration, academic planning, barrier removal, and leveraging community resources to achieve educational and career goals.
We evaluate our evidence-based practices using data gathered from a variety of sources. Individual level data is recorded following each Advisory meeting in a database management system that allows evaluators to create customized reports and analyze results at any point in time. This evaluation tool provides key information about areas of strength and areas for growth at the individual level as well as at the agency level. Data gathered includes: demographics, education metrics, employment and wage data, personal history (such as ESL, victims status, or criminal history), and housing placement.
During monthly meetings, Advisors provide a wide range of services based on individual needs including crisis counseling and problem solving, information and referrals to area resources, advocacy with agencies and systems, and information and support with applying for programs that help remove barriers such as transportation, child care, scholarships, public benefits, etc.

Current program capacity is 120 single-parent families at a time. On average, we serve approximately 140 single parents a year. Eligible single parents must demonstrate income at or below 225% of the poverty level; one or more children aged 15 or younger living with her or him 50% or more of the time; and a need for the services of Project Self-Sufficiency. The average number of children per family is two. 96% of single parents enrolled are mothers and 4% are fathers. 70% of program participants are white; 29.6% are ethnically diverse.

Expected program outcomes for 2022 are:
1) 130 participants served
2) 15 low-income single parents will receive a degree or certificate;
3) 95% of program graduates who are employed secure career-related employment
4) 90% participants increase income by $25,000 as compared to intake
5) 75% of parents increase Self-Sufficiency Matrix scores

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization using feedback from the people you serve?

    To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection

Financials

Project Self-Sufficiency of Loveland-Fort Collins
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Project Self-Sufficiency of Loveland-Fort Collins

Board of directors
as of 07/31/2023
SOURCE: Self-reported by organization
Board chair

Carol Barnes

HP, Inc.

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 3/29/2022

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 03/29/2022

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.